Problem solving and autonomy

Problem solving and autonomy

Situation

You are faced with a real problem that is augmented by your imagination. Therefore you end up with a larger problem, which is part real and part imaginary.

The imaginary problem exacerbates the real problem, since you may discount possible solutions and make wrong decisions.

Approach

You can solve a real problem, but not an imaginary one. Therefore you have to determine which part of the problem is real and which part of the problem is imaginary.

How

Use the following problem solving technique:

  1. Think about how to solve the problem, to the best of your ability.
  2. Identify the most powerful person of whom you know, for example, the Queen or the Prime Minister.
  3. Imagine explaining the problem to them, and them telling you how they would solve the problem.
  4. Take the opposite approach suggested in Step #3, and add this to the solution from Step #1.
  5. You now have the solution to the real part of your problem.

Why

The imaginary part of the problem is based on the feeling that you are in the power of other people. Therefore, when you imagine yourself asking a “powerful person” for the solution, the “powerful person” will “solve the problem” by asserting their power over the people whose power you are in.

Since you are not, in reality, in anyone’s power, the actual answer must lie in the opposite direction indicated by the “powerful person”. In other words, the real answer is to realise that you are not in anyone’s power, and then to address the actual problem.

Example

You are currently employed and you are offered a better job by your company’s competition. However, it is not clear if the business venture that the competition wants you for, will eventuate. Additionally, if the company that you currently work for finds out that you are considering a job offer by the competition, they will make life difficult for you.

Going through the above steps provides the following result:

  • Your own best solution: Take the job offered by the competition and run the risk that it will not work out.
  • Powerful person: The Queen
  • The Queen’s solution: Tell the first company they have to employ you even if the venture with the second company does not work out.
  • Take the opposite approach: The Queen suggested that you coerce your current employer into continuing your employment. The opposite of this suggestion is that you should remove yourself from the sphere of influence of your current employer. I.e. the competition should become the source of your income, regardless of whether the new job works out.

Adding this approach to the solution from Step 1 gives, “Take the job offered by the competition and do not run the risk that it will not work out.”

Practically speaking, this means that your new employer should guarantee your income regardless of whether the new job works out. For example, the company could escrow your income for one year with a third party. If the job works out, this money would become your salary. If not, you would receive the money anyway.

In summary

To progress in life, maintain your personal autonomy. This means, you are in no-one else’s power, and no-one else is in your power.

Let go of what you think is making you safe, and fly.

Emotional homeostasis

Emotional homeostasis

Every living thing must maintain a stable internal environment, so that it can survive and grow. This ability to self-regulate is called homeostasis, which the Encyclopaedia Britannica defines as follows:

Homeostasis, any self-regulating process by which biological systems tend to maintain stability while adjusting to conditions that are optimal for survival. If homeostasis is successful, life continues; if unsuccessful, disaster or death ensues. The stability attained is actually a dynamic equilibrium, in which continuous change occurs yet relatively uniform conditions prevail.

Whatever the external conditions, all living things must maintain a stable internal environment, for life to continue.

Just as a stable biochemical environment is vital to biological life, so is a stable emotional environment vital to our continued personal inner life. And just as a plant’s internal stability is actually a dynamic equilibrium, that is constantly adjusted to allow for changing external circumstances, so is our inner emotional stability a dynamic equilibrium that we continually adjust in response to emotional stimuli.

For plants, the chemical makeup of the sap provides a basic measure of health. What measurements can we take to check our own inner emotional health?

 

Awareness

The gift of consciousness allows us to be aware of ourselves, of others and of the world. However, our initial awareness is always of ourselves.

Our simplest feeling of self-awareness is a sense of being, “I am,” All other feelings, thoughts and actions are based on this premise. This seemingly simple statement incorporates two fundamental notions:

  • I: By using the word “I”, we imply that we are unique, “No-one else is me, and I am different to everyone else.
  • Am: I have a sense of life and of emotional existence. This sense of being gives me a feeling of continuity and wellness.

Each of these basic types of self-awareness is vital to our emotional well-being.

 

Self-definition

If I am I because I am I, and you are you because you are you, then I am I and you are you. But if I am I because you are you and you are you because I am I, then I am not I and you are not you.

Menachem Mendel of Kotzk, Tales of the Hasidim: The Later Masters

Every sentient thought implicitly includes the word “I”. “I see a car,” “I am hurt,” “I am happy,” “I am glad to see you” or “I know them.”

Using the word “I” implies that we are unique, distinct individuals, who possess our own feelings and thoughts.

Our sense of uniqueness is strengthened when we do things that are uniquely us. When we experience wonder and love, when we think originally and when we formulate our own thoughts and opinions, we create building blocks of unique self-identity. Our sense of uniqueness is also strengthened when other people recognise us for who we are.

On the other hand, our feeling of individuality can also be weakened, for example when we feel that we have been discounted as a person and, instead, have been treated as a thing (i.e. we have been objectified).

It is worthwhile noting that it is difficult to form strong relationships without a healthy sense of individuality. This is because our ability to relate to other people on their own terms, depends on our own sense of uniqueness. “I, as a unique individual, understand your individual uniqueness.”

 

Being


“No wise fish would go anywhere without a porpoise.” “Wouldn’t it, really?” said Alice, in a tone of great surprise. “Of course not,” said the Mock Turtle. “Why, if a fish came to me, and told me he was going on a journey, I should say ‘With what porpoise?”

Lewis Carroll, Alice’s Adventures in Wonderland

Just as we do not go anywhere without a purpose, we also do not go anywhere without a sense of being. We feel that we are in a street, we are in a crowd, we are in an office or we are at home.

Our sense of being is strengthened in a number of ways. It is strengthened when we receive love and recognition. It is strengthened when we feel good about our own accomplishments. And it is strengthened when we tune in to the being of other things, whether those other things are people, animals or plants.

When we feel good about ourselves, our sense of being becomes stronger and more positive, “Being me is fantastic.” This self-affirmation makes us full of life and gives us the strength to carry on.

On the other hand, when we feel down, our sense of being becomes doubtful, “I’m not sure that being me is a good idea.” This lack of positive self-affirmation can make us depressed and directionless.

 

Thought experiment

Throughout life, we work to build our sense of uniqueness, our sense of self-worth and our sense of “being”. Like all other endeavours, this has its ups and downs.

  • Ups happen when we feel appreciated, when we feel loved or when we sense the brilliance of just “being me”.
  • Downs happen when we feel that we have failed, when we feel that we have been rejected or when we feel that our individuality has been denied.

The more we build up a bedrock sense of individuality and self-worth, the more we are able to motivate ourselves to progress, to do and to build. Investing time in developing a bedrock sense of individual self-worth can also see us through when the going gets tough.

A useful thought exercise to measure our sense of uniqueness and self-worth is as follows:

 

Imagine that the entire city you live in suddenly ceases to exist. There is absolutely nothing left, all the streets and the buildings vanish. You alone are left standing there.

Imagine the following specifically, no longer exist: The train (or car, bus, bike etc.) you take every day to work, the train-station you get off at, the business district you work in and the office building your company is housed in.

 

Now, think about the following:

“I”

  • Can you define yourself as a person, with all the props of your daily routine removed?
  • To what extent are you defined by the environment in which you live, and to what extent do you define yourself?
  • Is the “city you” the same as the real “you”?
  • Is what’s important to the “city you” the same as what’s important to the real “you”?
  • Are you doing what the “real you” wants, with your life?

“Am”

  • Do you need a reason to be happy (e.g. you have just bought something, received a promotion, gone on a holiday etc.), or can you just be happy with who you are?
  • With all the hustle and bustle of the city gone forever, are you happy with who you are?
  • Is your feeling of self-worth because of who you are, or because of what you do?
  • To what extent are you significant because of your job?
  • Do you decide what makes you valuable as a person, or are you living someone else’s expectations of you?

Now, let the city come back into existence, and take the real “you” back into the city.

WeWork – Reality check

My reality

Reality is a wonderful thing which can prevent people from doing things like drink-driving (“So there I was holding onto the steering wheel…”), speeding to “get there faster” and going swimming in crocodile infested creeks.

Now reality, as we all know, is relative. You have your reality and I have my reality. Your reality says that it is reasonable to speed “a bit” because you know the road blindfolded. My reality says that I should drive very carefully because the road has a sharp bends, lighting conditions are bad and I am unfamiliar with the area.

It is possible for our realities to collide. If you want to drive at 110km/h and you are stuck behind me, when I am driving at 80km/h, then you may get very frustrated and make it obvious to me that the sooner I get out of your way the better off I’ll be, regardless of the lack of an overtaking lane and the sheer drop off the side of the road.

What is interesting about this exciting (for you) experience is that we can both wind our ways home, and relate our close encounter from entirely opposite perspectives.

  • “I had this absolute lunatic tailgating me on the B234 when there was no way I could pull to the side to let him take over.”
  • “I had this absolute idiot in front of me all the way home driving like he had all the time in the world when he knew I wanted to get past.”

What is even more interesting is that, as long as we do not frequent the same pub, both complaints will attract the same number of ooh’s and aah’s, and we will both go home feeling happy and vindicated. It is only if we frequent the same pub that our conflicting points of view may result in words and actions that do neither of us any good.

 

Our reality

Just as every person perceives reality from their own perspective, so too does every group of people form its own version of reality. Whether that group of people comprises a company, a club, a special interest group or a country, there are unwritten rules that define how that group will evaluate people internal to that society, people external to that society and also things in general.

These unwritten rules define what is valued and what is discarded, what is an accomplishment and what is a failure, what is cool and what is trite and so on. A society can have a holistic view of reality which promotes benign behaviour, or a society can have a highly selective view of reality which encourages behaviour that may appear bizarre to the casual observer.

For Vikings, a nice day out may be spent plundering and pillaging. For classic pop music lovers, a nice day out may be spent listening to someone wondering whether or not this is the real world.

Both the Vikings and the music lovers will feel uplifted and refreshed at the end of the day, because they have both accomplished something of value which they feel is vitally important for the continued well being of “society”. Additionally, both the Vikings and also the classic pop music lovers feel that what they do makes sense, because within each group the thinking of that group is internally consistent.

  • “It makes sense to go plundering and pillaging.”
  • “It makes sense to listen to someone wondering whether or not this is the real world.”

However for Vikings, music-lover-logic is insanity (you could just plunder and pillage the person who is wondering whether or not this is the real world, instead of listening to him singing). And for music lovers, Viking-logic is insanity (so unreal, man).

In other words, just as your reality may make sense to you, but not to me, so can that which “makes sense” within a society not make sense (i.e not be logically consistent) outside of that society, and vice versa. In fact what “makes sense” within a society is often the absolute opposite of what “makes sense” outside of that society.

This is because, just like people, every society has a specific way of seeing things, i.e. a specific way of fitting together the myriad experiences and artefacts that make our experience of “life” into a coherent whole. And that which “makes sense” is that which fits into this holistic – but localised – pattern.

 

Reality incorporated

Modern socio-cultural corporations deliberately create their own self-contained “society”. This means that corporations effectively create an internal micro-culture in which the following “reality” applies:

  • The company is immutably “good”.
  • The company’s products and services are a source of “goodness” to society. (This applies even to products such as gambling services and tobacco.)
  • Because the company is “good”, and because the company’s products are a source of “goodness”, therefore it is the moral imperative of the company’s employees to work towards the success of the company and to facilitate the stream of quality products and services which the company “provides” to its customers.

In order to become a “part” of the company, employees are expected to buy into this self-contained “reality” and to live (at least when at work) according to its dictates.

 

Market buy in

The interaction between the inner company culture and the culture of the customer base depends on the type of product being sold:

  • Basic utility products: Products that provide a basic utility value, e.g. bread.
    For this class of product there is little or no interaction between the company culture and the consumer base. If I buy a loaf of bread, I have not bought into the company that produced that loaf of bread. I do not have a “relationship” with the bakery.

 

  • Products that combine functionality and an “idea”: Products that combine basic utility value with some thoughtfulness, e.g. fashion clothing.
    In addition to providing the protective function of clothing, fashion clothing also makes a statement about the wearer. The fashion clothing communicates the lifestyle intended by the fashion designer, with which the wearer has chosen to self-identify.
    For this class of product there is likely to be considerable overlap between the inner company culture (at least that of the design department) and the consumer mentality. Just as employees are socialised to believe that “our clothes are stunning”, so too, when customers purchase the company’s clothes, they do so because they “believe” in the feel-good aura that is advertised by the company.

 

  • Ideation products: Products that primarily consist of a sophisticated idea that is meant to enhance the “life” of the consumer. The idea (e.g. social networking) is “sold” together with an ancillary product (in this case, social networking software) that allows the implementation of that idea.
    For this class of product, when the consumer buys the product, they also subconsciously buy into the thinking behind the product. “This is going to work for me.” By extension, the consumer also buys into the company culture that created the idea. In other words the customer agrees, to a certain extent, to perceive reality through the eyes of the company.

In short: Bread does not make a statement. Fashion does make a statement. Social networking is the way in which I make statements.

 

New technology take-up

The market for innovative technological products is taken to be comprised of five demographics which differ in their thirst for new technology:

  • Innovators: People who love innovation for its own sake and who will buy a new product exactly because it’s new.
  • Early adopters: People who have an objective understanding of the benefits of the new technology and are willing to give it a go because they think it could work for them.
     
  • Early majority: People who will start using new technology once they see it becoming mainstream.
  • Late majority: People who are skeptical about technological innovation but who eventually follow along with the crowd.
  • Laggards: People who are positively averse to change.

It is generally understood that if a new technological product has been adopted by the innovators and the early adopters, then it is only a matter of time till the product spreads through the entire market. The early majority, the late majority and the laggards will eventually follow in the path of those who embrace change.

However, the idea-functionality class of the new product will influence the purchasing decisions of the more conservative demographics.

 

Market take up pattern for ideation products

If a technological innovation has some essentially useful functionality, then although the conservative demographics will be put off by the newness of the product, at the same time they are also attracted by the product’s fundamental usefulness. Therefore once the product enters mainstream use and is no longer quite so new, its usefulness will surpass its novelty and the staid market sector will start buying.

However, for ideation products whose entire sell is that it is “a new way of doing things”, the product may be totally irrelevant to the later demographics.

Although the idea (and associated technology) is useful to the more progressive demographics, that is because their personal culture was already fundamentally in sync with the culture of the company that produced the idea. Therefore the idea is cogent for them and enhances their lifestyle. However, for conservative people to whom the company’s progressive culture is foreign, the idea may have no functional value and may actually be contraindicated. 

In other words, an ideation product may be of negative value (“worse than useless”) for people who are external to the culture in which the idea originated. In this case there is no essential value and usefulness for the conservative demographics, because to the contrary, it would be detrimental for this demographic to adopt either the idea or the thinking behind the idea.

 

Permission to disagree

If you work for a high-tech startup, it would be extremely career limiting to voice your doubts about the wonderfulness of the startup’s products. This is because, although the startup’s founders may be aware of the functional limitations of their products, it is unlikely that they are aware of the limited scope in which their ideas apply.

Therefore for a product whose primary content is the idea inherent in the product, it may be impossible to honestly evaluate the potential of the product, from within the company.

In this case, if the market takes its cues from the optimistic mood and the thinking within the company, it may be following a very distorted view of reality.

Internal employee view vs external business view of a company

Internal employee view vs external business view of a company

Employees’ understanding of what a company is all about, is very different to the market’s understanding of the business. This is because employees have an idealistic view of the company, whereas the financial markets take a commercial view of the company.

An example of the non-idealistic business perspective, is the commonly held view that the only ideal that a business should have is to increase its profits.

There is one and only one social responsibility of business – to use its resources and engage in activities designed to increase its profits so long as it stays within the rules of the game, which is to say, engages in open and free competition without deception or fraud.

https://en.wikipedia.org/wiki/Friedman_doctrine

Although this is a healthy perspective as far as investors are concerned, thinking that the only goal of the company is to increase its profits, would very quickly demoralise the most enthusiastic company woman or man. Employees have the need to believe in a higher purpose in their daily tasks, other than making money for the company’s shareholders.

In response to this need for professional self-respect, companies create an internal world in which there is inherent pride in doing your job. Management organises the company in a way that if everyone does their job well, then the company will be financially successful. Employees do not need to ponder over the financial significance of their work, however.

Let me once again emphasize that instilling feelings of pride in your employees is an essential part of the environment that stimulates them to do their best.

Pride in who I work for, or pride in my company, is the first and most important. It is having the feeling that where you work is a good place, that it makes a product that is good, and that it is one of the best, or the best in their industry. It is feeling good when you tell someone where you work.

Pride in what I do is the feeling that my job, and especially how I do it, makes a difference… It is a feeling that you stand out in your profession. It is knowing that you are doing the best of the best.

The Workplace Family: A Framework for Getting the Best From Your Employees, page 85

https://books.google.com/books?isbn=0557885086

 

Context for accomplishment

To create an internal company world where professional pride is insulated from the financial evaluation of the company’s work force, the following elements must be present:

  • Feeling of goodness: Employees must have a good feeling about the products or services that they produce. In other words, employees must feel that the goods or services that the company produces are inherently good and desirable. If employees feel proud of the goods or services that they produce, then they will feel good about their share in making this result possible, without having to think about the financial evaluation of their productivity.
  • Professional pride: Employees must feel proud that they are doing professional work which requires their unique skills, talent and knowledge. If employees feel pride in their work, then they will gain a sense of professional self-respect, without having to think about the financial value of their skillset.
  • Recognition and respect: If employees feel that their contribution to the company’s success is recognised, this will motivate them to succeed, without having to view themselves as the cause of the company’s profits.

The basic ingredients for developing a healthy internal company work-attitude are respect for the company’s products, respect for the skills needed to turn out the company’s products and recognition of employees’ part in creating the company’s products. Together, these attitudes create a self-contained world of striving and accomplishment, which insulates employees from the commercial evaluation of their activities.

 

Paradigm translation

The market’s perspective of employees’ work is very different to the perspective of the employees who do the work. The market evaluates employees’ work from a commercial perspective, however employees assess the value of their work according to its inherent usefulness and goodness.

To be successful, companies must respond to the market’s commercial expectations, and also foster an internal work-environment of striving and fulfillment in which employees can feel good about themselves because of their accomplishments. For this to happen, the company’s leadership must translate the commercial pressure on the company into internal dynamism, and also align the company’s internal creativity with the commercial expectations placed on the company.

In 2004 Drucker said, “The CEO is the link between the Inside that is ‘the organization,’ and the Outside of society, economy, technology, markets, and customers…”

My experience validates Drucker’s observations, and my actions since those early days and weeks have been consistent with them… Over time I’ve come to see the power in Drucker’s words about linking the outside to the inside…

The CEO is uniquely positioned to ensure that a company’s purpose, values, and standards are relevant for the present and future and for the businesses the company is in. The CEO can and must make the interventions necessary to keep purpose and values focused on the outside. To sustain competitive advantage and growth, he or she must create standards to ensure that the company wins with those who matter most and against its very best competitors.

https://hbr.org/2009/05/what-only-the-ceo-can-do

True leadership requires emotional involvement and inspired guidance within the company’s internal world, combined with forthright and astute business practices when selling the company and its products.

By translating commercial pressure into internal inspiration and internal inspiration into financial results, managers can be popular with both staff and investors.

 

 

 

work-life integrated success

Integrating personal and career success

Integrating personal and career success

Getting a job and earning money do not always guarantee that you will enjoy a life of satisfaction and happiness.

‘The paradox of prosperity’ (1999), a paper prepared for the Salvation Army by the Henley Centre, argues that although material prosperity is increasing in western society, the chances of a fulfilling life are decreasing. By 2010 more people will experience life stress, fewer people will find satisfying relationships, fewer people will feel secure and ‘safe’ and fewer people will be able to meet the conditions for self-actualisation.

BTEC National Health Studies, page 302

https://books.google.com.au/books?isbn=0435455192

This is odd, as it would seem that if you are financially successful and earning money that you can spend on the things that are important to you, then your earning power will automatically strengthen your personal life. Are career involvement and success in your personal life fundamentally incompatible, or is it just a question of finding the right balance?

High-energy and low-energy states

The way that we feel and think at home is very different to the way that we feel and think at work. At home we are in a relaxed, low energy mode. Our office mindset, on the other hand, is high energy and focussed. Over the course of 24 hours, we oscillate from our serene low-energy home mindset to the high-energy office mentality, and then back to our low-energy state when we go home.

The journey to work is not only a physical transportation, but also a psychological transformation from the home persona to the work persona. In her book Home and Work (1996), Christena Nippert-Eng described how people go through a set of rituals to move from their home mentality to their work mentality. The separation between home and workplace is not just a spatial one; the two environments correspond to two social identities. Nippert-Eng’s respondents had elaborate techniques and habits to shed their home mentality in the work and get into the work mentality, and then leave the professional mode behind them in the evening to resume their private persona at home. These practices could be as simple as putting on specific clothes for each environment, reading the newspaper, drinking coffee or having beer at the end of the day.

Digital Anthropology, edited by Heather A. Horst, Daniel Miller, page 133
https://books.google.com/books?isbn=0857852922

This constant change is healthy and refreshing. On the way to work we psyche ourselves up into the high-energy office mentality. When we get back home, we unwind, tell over amusing anecdotes from the workplace and  laugh at office frustrations. Our down time at home rejuvenates us for another day on the office and our energetic work life provides the impetus for us to progress with our personal lives.

Is there something that can disrupt this healthy cycle; so we become unable to bring our relaxed home mood to the office, or we become unable to bring our work energy back home?

Uneven energy

By nature, we are complex beings and display the different facets of our personalities in different situations. For example, sometimes we enjoy having fun, sometimes we engage in intellectually stimulating activities and sometimes we enjoy providing guidance to others and helping people out.

All the world’s a stage
And all the men and women merely players
They have their exits and their entrances
And one man in his time plays many parts

As You Like It, Act II, Scene VII – William Shakespeare

https://www.poets.org/poetsorg/poem/you-it-act-ii-scene-vii-all-worlds-stage

However, the high energy attitude we assume at work may positively exclude us from involving all aspects of our personalities in our jobs. For example:

  • The manager who is trying to explain his point of view at a board meeting is probably not thinking about finding oneness with nature.

 

  • The share trader who is trying to determine the market direction is probably not thinking about playing with their kids.

 

  • The tour guide who is happily displaying local history is probably not thinking about how they will pay off their mortgage.

Subsequently, in the course of going about our work, we may encounter the following circumstances.

  • Our job only involves specific aspects of our personalities.

and

  • We move into a high-energy frame of mind in order to meet the challenges of doing our jobs.

so that

  • We become unevenly energised; the parts of our personalities that we activate at work, become stronger. But the parts of our personalities that we do not need at work, are forgotten and left behind.

Becoming trapped in your work mindset

The healthy oscillation between your low-energy home mindset and your high-energy frame of mind, depends on your ability to reset back to your old, natural self, when you go back home.

However, if only one aspect of your personality is involved in your work, then work pressures may push you to consistently think and feel in a particular way.

If this happens, then even when you go home to relax, your thoughts and feelings will tend to follow along the same lines that you are used to at work. Subsequently, you will be unable to escape from your work mentality, as your personality will start to become centred around the feelings and thoughts that you experience at work.

Conclusion

Due to the increasing role specialisation of the modern workplace, it is likely that your job will place pressure on you to adopt a particular attitude and act in a particular way at work. However, this does not necessarily mean that you want to become “that type of person”.

If you are objectively aware of the persona that you project at work, you will be able to ensure that when you return home, you can take off the “work clothes” that you wore during the day, and reset to your simple, natural self.